AbstractThis research paper investigates the work-family conflict (WFC) of women managers in Dhaka. Through stratified sampling four strata are selected (Doctors, Teachers, Bankers and Managers) and then total forty samples are chosen from different strata. From this study it is revealed that longer working hours affect work family balance directly and children are the worst victims of this WFC. This study confines itself within Dhaka metropolis. The scope of this study can be further extrapolated through bigger sample size and wider study area. Keywords: Work family conflict, Working hours, Dhaka, Children, Women manager 1. Introduction

The Work-family is a major problem for working mothers (e.g Aryee et al, 1999, Ng et al, 2002). The cohesion between work and family is important for many people (Whitely and England, 1977), and, unsurprisingly, the research on work-family conflict (WFC) has become a major area in organizational research (Parasuraman and Greenhaus, 2002).

Work-family conflict is defined as "a form of inter-role conflict in which the role pressures from the work and family domains are mutually incompatible in some respect" (Greenhaus and Beutell, 1985, p. 77). There are two types of work-family conflicts (Boyar et al, 2008)

A. "work interfering with family" (WIF); and
B. "family interfering with work" conflict (FIW) (e.g. Carlson et al., 2000; Frone et al., 1992a, 1996; Gutek et al., 1991; Netemeyer et al., 1996).Work-family conflict and family-work conflict are distinctive, but are conceptually related forms of inter-role conflict (Frone et al., 1992; Netemeyer et al., 1996). Work-family conflict refers to "a form of inter-role conflict in which the general demands of, time devoted to, and strain created by the job interfere with performing family-related responsibilities" and family-work conflict refers to "a form of inter-role conflict in which the general demands of, time devoted to, and strain created by the family interfere with performing work-related responsibilities" (Netemeyer et al., 1996, p. 401).

Both forms of conflict basically result from an individual's attempts to meet an overabundance of demands emanating from the home/family and work domains in which the individual operates (Boles et al., 2001). The demands coming from one domain make performance of roles in the other domains more difficult. Yavas et al

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Asian Social Science

Vol. 7, No. 7; July 2011

(2008) contend that there are three possible consequences of work-family and family-work conflicts: emotional exhaustion, poor job performance and higher turnover intentions. This study targets married female professionals working in Dhaka city and examines their work-family conflict experiences. Western literature broaches upon this topic (e.g. Ferber and O'Farrell, 1991; Hochschild, 1997; Pleck, 1977), but information is rarely available for research on work family conflict in Bangladesh. The unique socio-economic fabric of Dhaka make this study an interesting one to have a deeper look into the relational dynamics between husband-wife, children-mother, and professional women- domestic help. 2. Background of Work Family Conflict (WFC)

Researchers agree that increases in demand and supply are some of the salient features of "work interfering with family" The work-family literature has traditionally assumed that variables associated with the family domain...

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